Employees are important components in every business since they facilitate the achievement of organizational goals. Companies hire employees who they believe can contribute significantly towards the accomplishment of their objectives. Workers tend to choose firms that offer competitive salaries and other benefits that ensure work and social life balance. While numerous qualities define a good employee, the most important traits are integrity, leadership, and the ability to be an active team member.
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Employees who have a high level of integrity are honest and portray consistent and uncompromised adherence to resilient ethical and moral principles and values. Integrity comprises such traits as honesty, accountability, and truthfulness about one’s capabilities and preferences (Engelbrecht et al. 376). It guarantees transparency in workplaces, an essential factor that shapes organizational culture and influences the success of every business. Engelbrecht et al. indicate that integrity helps employees know what to expect from each other, allowing them to be engaged and develop effective team strategies vital for the success of organizations (376). As a result, the latter leads to the accomplishment of organizational goals as objectives. Other than being honest, employees can exhibit integrity by acting ethically in business practices and by regularly demonstrating their firm’s core values (Engelbrecht et al. 376). Additionally, they should base all their work-related decisions on integrity. The quality is essential for exceptional employees since it helps establish an open-communication environment where everyone shares their questions, feedback, and concerns, benefiting every staff member.
An exceptional employee should also have the ability to work as an active member of a team. Teamwork is a necessity in most work settings since it enhances performance (Sanyal, and Hisam 16). Workers who successfully collaborate with others are effective communicators, dedicated to their work, tolerant, and patient. Sanyal and Hisam indicate that team player employees have a positive contribution to groups and entire organizations (16). The ability to be an active team member makes employees exceptional because they are flexible, committed to individual and team success, respectful and supportive to other staff, responsible, and reliable (Sanyal, and Hisam 17). Teamwork positively impacts organizations and helps individuals adapt to different roles, such as leadership, and become capable problem-solvers.
Leadership is an additional trait that defines exceptional employees since it influences organizational operations. Employees with strong leadership skills accelerate their company towards the accomplishment of goals and objectives because they are reliable, self-confident, and guide other team members to the development of their abilities, leading to high performance. Leadership skills make an employee stand out from others because they have strong organizational expertise (Sayyadi 31). Additionally, they can inspire others, empathize with team members, and identify the latter’s strengths and weaknesses to recommend appropriate knowledge and skill development programs. Further, individuals with leadership skills have confidence in their abilities, allowing them to execute their duties and responsibilities effectively (Sayyadi 31). Therefore, leadership is an imperative employee quality beneficial to individuals, teams, and organizations since it enhances motivation and productivity levels.
In conclusion, integrity, leadership, and the ability to be an active member of a team are crucial qualities that define an exceptional employee. Such workers are honest and portray consistent and uncompromised adherence to resilient ethical and moral principles and values. Additionally, they are active team players, reliable, self-confident, have strong organizational skills, and inspire others. These qualities have a positive impact on individual and corporate performance.
Engelbrecht, Amos S. et al. “Integrity, Ethical Leadership, Trust and Work Engagement”. Leadership & Organization Development Journal, vol. 38, no. 3, 2017, pp. 368-379.
Sanyal, Shouvik, and Mohammed Wamique Hisam. “The Impact of Teamwork on Work Performance of Employees: A Study of Faculty Members in Dhofar University”. IOSR Journal of Business and Management, vol. 20, no. 3, 2018, pp. 15-22.
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Sayyadi, Mostafa. “How Effective Leadership of Knowledge Management Impacts Organizational Performance”. Business Information Review, vol. 36, no. 1, 2019, pp. 30-38.